Workforce Planning Portal


The reasons for high employee turnover are generally multifaceted and no single “quick fix” will solve the problem. Identifying the reasons for employee turnover in your organization is a critical first step to designing your strategy to combat it.

Although human resources may have the ultimate responsibility for designing and implementing the strategies for reducing turnover, involving other key areas of your agency is critical. We recommend assembling a Retention Strategy Team, including employees and frontline supervisors of the target classification may who can provide valuable insights. The team will:

  • Identify the Reasons for High Turnover
  • Develop and Implement a Retention Strategy

Tool Kit – Competency–Based Retention Strategies (Microsoft Word form)

Provides an overview and guidelines to developing Retention Strategies

Tool Kit – A Guide to Understanding and Reducing Turnover (PDF)

This comprehensive report outlines why turnover occurs and provides tools to help solve the problem of unwanted staff turnover.

Phases and Steps to Addressing Turnover:

Phase I – Understanding the Costs and Impacts of Turnover

Phase II – Find Out Why You Have a Turnover Problem

Phase III – Develop Retention Strategy

Phase IV – Implement Tactics

  • Implement solutions appropriate for the causes of turnover in your agency.

Realistic Job Previews

A Realistic Job Preview (RJP) is a recruiting tool designed to reduce early turnover. (We define early turnover as job departures within the first year after hire.) A RJP communicates to applicants the desirable and undesirable aspects of a job before they accept a job offer.

RJPs can come in many formats, including oral presentations, opportunities for applicants to “job shadow,” and pamphlets or brochures.

Tool Kit – How to Develop a Realistic Job Preview Video (PDF): This comprehensive report details how to develop a job preview video and includes hands-on tools to help with production.

Checklist of Steps to Producing a Realistic Job Preview Video:

Phase I – Preparedness

Phase II – Planning

  • Establish a planning group with key stakeholders
  • Develop a budget (Microsoft Excel file)
  • Develop Content
  • Identify Format

Phase III – Production

  • Develop script (PDF)
  • Develop narrative
  • Video tape
  • Editing
  • Final Screening

Phase IV – Implementation

  • Pre Application
  • Pre Interview

Phase V – Evaluation

  • Develop metrics to determine candidate self-selection out of process
  • Identify costs of turnover
  • Contrast costs of pre self-selection to turnover in first year of RJP implementation





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